Employer Branding Services

Most quotes for employer branding services describe an outcome and never name the work. "Strengthen your employer brand." "Define your employee value proposition." "Improve candidate perception." Fine ambitions, all of them. None tells you what actually lands in your inbox in month two. I'm Louise Perrin, Executive Assistant at Moriah, a LinkedIn Certified Marketing Partner. This page is the plain version: what we deliver, on what cadence, and how the results get measured.

Something to flag up front, because it shapes everything below. Employer branding lives inside our personal branding pillar, one focus area out of three. Moriah always runs personal branding, targeted outreach and LinkedIn Ads together, as one business engine pointed at a single business objective. Whatever that objective is, hiring included, the right LinkedIn strategy has an answer for it. We don't sell any of them on their own.

The Problem

Employer branding services usually get scoped as a definition project. Research into what employees value, internal interviews, a messaging framework, a refreshed careers page, guidelines for the recruiting team. The deliverables are documents. The engagement ends once the documents are signed off.

Then the calendar moves on. Nobody publishes from the framework on a schedule, nobody carries it to a named candidate, and the reputation the project described stays exactly where it was written down. Plenty of companies come to us having paid for that once already. The strategy was usually sound. The distribution never existed.

The second version of this runs the other way. Something recurring does get bought, but it comes down to job posts from the company page landing in front of a small pool of existing followers. That was how hiring on LinkedIn worked for a long time, back when the platform was treated as a recruitment channel and a static communication page. It isn't only that anymore. The candidates worth hiring aren't in that pool. They're employed, they aren't looking, and they're forming an opinion about your company months before they'd ever apply.

What Our Employer Branding Services Include

Our employer branding services run as a monthly managed engagement, not a project with an end date. Our own team produces and executes all of it in-house. The recurring scope:

• Executive and leadership content on LinkedIn, published from personal profiles one to three times a week, written in each leader's own voice.
• Personal branding across more than one leader's profile, so the reputation isn't resting on the CEO alone.
• Targeted outreach to passive candidates, roughly 200 qualified LinkedIn messages a week to the specific people you want on your team.
• Paid reach on LinkedIn, used when it serves the hiring objective and left alone when it doesn't.
• Monthly reporting against the business objective, using the measures that actually mean something in your market.

What sits outside the scope deserves saying just as plainly. We don't run training, workshops or courses. This is done-for-you work. We also don't sell the pillars separately, and we turn that request down fairly often, for reasons that come up in the next section.

Key Capabilities

Executive and leadership content

We produce the content, from first idea to published post. Our writers take the subject-matter input your leaders give us and publish in their voices about the work, the standards, where the business is heading. Candidates read that as evidence, which is exactly why it lands better than advertising. Content published from a personal profile performs roughly 5 to 10 times better than the same content from a company page, largely because people follow people.

Personal branding beyond the CEO

An employer brand carried by one profile is fragile, and it misrepresents the company besides. A candidate wants to know who they'd report to and who they'd sit next to. So the personal branding pillar can cover several of your leaders, not just one executive: real voices from inside the business, publishing consistently on the same cadence.

Targeted outreach to passive candidates

Reputation only counts if the right person runs into it. We send direct, qualified LinkedIn messages to the candidates you actually want, roughly 200 a week, aimed at people who are employed and not currently looking. Your leaders' content is already visible to them, so these conversations start warm. For context on the channel: cold email typically draws a 1 to 3 percent reply rate, while well-targeted LinkedIn messaging commonly lands between 10 and 15 percent.

Paid reach on LinkedIn

When it moves the hiring objective forward, we run LinkedIn Ads to put your strongest content in front of a wider but still precise audience of potential hires. We run ads when they're relevant, and they're never a standing line item. Used well, they carry a reputation to qualified candidates who'd never have come across your leaders organically.

One engine, one business objective

All three pillars point at the same business objective. They aren't three campaigns with three reports. This is the part that decides whether the money works at all. Two failure patterns come up in almost every first conversation. A company publishes content and activates nothing around it: no business result. A company sends targeted outreach with no visible presence behind it: no business result either. Recruiting is one of the objectives we build an engine around, alongside qualified pipeline, new partnerships, entry into new markets, and visibility with private equity firms and institutions.

How Employer Branding Gets Measured

Employer branding has a reputation for being unmeasurable. Mostly that's a scoping problem. A document gives you nothing to count. Recurring content, targeted outreach and paid reach give you plenty.

We report monthly against the business objective you set in discovery. On the content side, that means how your leaders' posts perform against the baseline the company page was producing, and how the audience following those profiles is shifting. On the targeted outreach side: messages sent, reply rate, and conversations opened with named candidates who fit the roles you're hiring for. Where LinkedIn Ads are running, we report reach and response inside the audience we defined.

We read those numbers against your sector, not against a generic benchmark. We work across roughly 12 industries, and a strong result in manufacturing looks nothing like a strong result in business services. The reporting then feeds the mix. If your candidates aren't publishing content themselves yet, we lean harder on targeted outreach, and we say so in the report instead of quietly rebalancing.

Who This Is For

• CEOs and founders of established B2B companies who want their firm known as somewhere strong people want to work.
• CMOs, communication directors and other C-level leaders preparing for a hiring push, a new office, or entry into a new market.
• Companies in real-economy sectors like business services, manufacturing, transport and logistics, where holding on to good people is a genuine competitive advantage.
• Businesses whose target talent is genuinely active on LinkedIn. We check this before engaging, and we turn down clients where the audience isn't there.
• Leaders willing to publish from their own personal profiles, because that's where this content performs.
• Companies that want a recurring engine instead of a one-off employer brand project. Very early-stage startups aren't a fit.

How It Works

1. Discovery. We go deep on your business, your sector and the hiring objective sitting behind the employer brand you want, so the scope maps to the roles you actually need to fill.
2. Positioning and voice. We define what each leader will say about the company and the work, and which candidate audience needs to hear it.
3. Content production. We write and publish from personal profiles, one to three posts a week, handling everything from idea to published post.
4. Activation. We run targeted outreach to your named candidate audience, around 200 messages a week, and add LinkedIn Ads where they serve the objective.
5. Report and adjust. We report monthly against the objective, then rebalance the mix based on what the data shows.

Results You Can Expect

The first change is usually visibility. Leadership content from personal profiles tends to outperform whatever the company page was producing, often by a wide margin, and the audience around those profiles starts to fill up with the people you want to hire.

The second change shows up in the conversations. Candidates reached through targeted outreach already know who your leaders are and what the company stands for, and that is a materially different conversation from a cold approach. How much it shifts your hiring depends on your sector and the roles you're filling. That's why we talk about the specific business cases we can show you instead of making a general promise.

We don't sell outcome guarantees, because a credible employer brand has to be built. What we do instead is prove value with real data on a no-commitment retainer, backed by published business cases with specific figures and named clients including ESME, Adviso Partners, Foghorn Therapeutics, Vinci Technologies and AWI. Around half the companies we present to decide to move forward, and churn afterward stays very low.

What Employer Branding Services Cost

Moriah works on a monthly retainer that covers all three pillars, run together and executed in-house: $4,000 per month in the United States, £3,000 per month in the United Kingdom, €3,000 per month in France. Nothing is priced per post, per message or per campaign.

The engagement carries no commitment. No minimum term, no lock-in, and you can stop whenever you want.

Frequently Asked Questions

What is included in employer branding services? At Moriah the recurring scope is executive and leadership content published from personal profiles at one to three posts a week, personal branding across more than one profile, around 200 targeted outreach messages a week to passive candidates, LinkedIn Ads when they serve the objective, and monthly reporting against your business objective. We produce and run all of it in-house.

How are employer brand services different from a one-off employer branding project? A project delivers documents: research, a value proposition, a messaging framework, guidelines. A service delivers published content and targeted outreach every month, to a defined audience, with reporting attached. Both can be well made. Only one of them puts your reputation in front of a specific person you might hire.

Can I buy the employer branding part on its own? No. Personal branding is one focus area out of three, and we always run it alongside targeted outreach and LinkedIn Ads as a single business engine. Content with nothing activating it doesn't reach candidates, so we don't sell the pillars separately.

How do you measure employer branding? Against the hiring objective set in discovery. We report on how your leaders' content performs and how their audience is changing, on messages sent, reply rates and conversations opened with named candidates, and on reach and response where LinkedIn Ads are running. We read those figures against your sector, not a generic benchmark.

Do you write the content, or do our leaders? We write it. Our team works from your leaders' input, produces the posts in their voices, and publishes on the agreed cadence. What we need from your side is the business objective, subject-matter input, and a willingness to publish from a personal profile.

Do you offer employer branding training for our team? No. Moriah is a done-for-you service, not a course or a workshop. Strategy, content production, targeted outreach and ads all sit with us.

How much do employer branding services cost per month? Moriah is a monthly retainer covering all three pillars: $4,000 in the United States, £3,000 in the United Kingdom, and €3,000 in France, with nothing priced per post or per campaign.

Is there a minimum contract length? No. There's no minimum term and no lock-in, and you can cancel whenever you want. The model is launch, measure, prove, so continuing is always your decision.

What does an employer branding consultancy do that you do not? A consultancy typically works on definition: research, positioning, frameworks and guidelines, delivered as a project. We work on recurring distribution, which means publishing and targeted outreach every month on LinkedIn. Some companies genuinely do want the definition work first, and that's a reasonable sequence.

Will this help us fill a specific open role? It helps, though this isn't a job-advertising service. Targeted outreach reaches named candidates for the roles you're hiring for now, while the content builds the reputation that makes every future role easier to fill. Companies that treat it as a recurring engine, not a campaign for one vacancy, get more out of it.

Get Started

If you want to know exactly what would land in your inbox each month, the fastest route is a conversation about the roles you're trying to fill. We'll look at where your leaders stand on LinkedIn today, confirm whether the candidates you want are genuinely active there, and walk you through business cases from companies in a comparable position. Book a call and we'll lay out the scope, the cadence and the reporting in plain terms, with no commitment on your side.